HomeMy WebLinkAboutPR 610 HR - Job Evaluation Process, Union-Exempt EmployeesPROCEDURE PR.610.HR
TITLE:JOB EVALUATION PROCESS,UNION EXEMPT EMPLOYEES
Date Authorized:18 February 2000
Last Revised:06 June 2023
Last Reviewed:06 June 2023
COMMITMENT TO INDIGENOUS RIGHTS,HUMAN RIGHTS,AND EQUITY
The District recognizes its responsibility to ensure that this procedure and associated work promote
and protect Indigenous rights,human rights,and equity.The District will strive to address and
eliminate discrimination and structural and systemic barriers for students,staff,and the community.
1.0 RATIONALE
To provide a gender neutral job evaluation system that ensures Pay Equity and internal equity
are maintained,as required by the Pay Equity Act,Ontario R.S.O.1990.
2.0 DEFINITIONS
Please refer to Appendix A for a full list of definitions of terms used in this procedure.
3.0 RESPONSIBILITY
3.1 The Director of Education will ensure that the District adheres to the principles of
maintaining internal equity and the legislative requirements,as set out in the Pay Equity
Act,Ontario R.S.O.1990.
3.2 The Superintendent of People,Culture and Leadership is responsible for overseeing the
administration of this procedure.
3.3 Manager/Supervisors are responsible for revising and updating job descriptions to
ensure they accurately reflect the duties and responsibilities of the position.
4.0 PROCEDURE
New Positions
4.1 Prior to posting the vacancy,all new union exempt positions will be evaluated by
People,Culture and Leadership,applying the gender neutral job evaluation factors in
the plan to determine the appropriate salary grade for the position.
Existing Positions
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4.2 Existing union exempt positions may be submitted for reconsideration when they have
undergone a significant or material change,(e.g.,as a result of a department/division
reorganization,addition of new responsibilities,or removal of responsibilities).
4.3 The manager/supervisor will consult with People,Culture and Leadership when a
significant or material change in the job responsibilities has occurred and submit a
revised job description reflecting the changes to the position.
4.4 People,Culture and Leadership is responsible for overseeing the job evaluation
process,which includes a review of the revised job description(s),title change
recommendation(s),and application of the gender neutral job evaluation factors in the
plan to determine the appropriate salary grade for the position.
a)This may be carried out in collaboration with a third party consultant who
specializes in Pay Equity and job evaluation.The manager/supervisor will be
consulted as required to clarify any aspect of the position requiring explanation.
b)Prior to finalizing the classification of the position,the manager/supervisor and/or
Superintendent responsible for the position will have an opportunity to review and
provide feedback.
4.5 The Directors Coordinating Council will be advised of the re-evaluation results when
there is a change in classification level.
4.6 The incumbent(s),where applicable,will be advised of the re-evaluation results and the
effective date in writing,with copies to the manager/supervisor.
5.0 APPENDICES
Appendix A:Procedure Definitions
6.0 REFERENCE DOCUMENTS
Pay Equity Act,Ontario,RSO 1990,Chapter P.l7 as amended
OCDSB Union-Exempt Employee Handbook,2023
OCDSB Policy P.006.HR:Delegation of Authority –Human Resources
OCDSB Policy P.094.HR:Classification Review System,Union-Exempt Employee Group
OCDSB Procedure PR.611.HR:Compensation,Union-Exempt Employee Group
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APPENDIX A:PROCEDURE DEFINITIONS
In this procedure,
Job Evaluation is the systematic way of determining the value or worth of a job in
relation to other jobs within the same organization.It is the process of analyzing and
assessing jobs,using a point system to ascertain their relative worth reliably.It provides
a basis for salary grading and pay structure.
Reclassification occurs when the existing salary grade is adjusted due to job
re-evaluation,as a result of significant or material changes to the skill,effort,
responsibility or working condition requirements of a position.
Pay Equity is equal pay for work of equal value,as defined in the Ontario Pay Equity
Act,which requires employers to identify and correct the gender discrimination that may
be present in their pay practices and to adjust the wages of employees in female job
classes so that they are at least equal to the wages of employees in male job classes
found to be comparable in value based on skill,effort,responsibility and working
conditions.
Internal Equity is maintained when new positions,and positions that have undergone a
significant or material change,are evaluated using the gender neutral job evaluation
system,as per the internal hierarchy established to group jobs into salary grades within
the organization.
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